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Organisational Behaviour > Week 9: Work Values and Attitudes > Flashcards

Week 9: Work Values and Attitudes Flashcards

1
Q

VL:

Define Attitude

A

– positive or negative = evaluative beliefs about an object,
person or event, which elicit an emotional
reaction

  • three major elements: cognition, affect, behavioural intention

– good predictors of how a person will behave
towards a particular target

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2
Q

VL:

Define Value

A

– are over-arching beliefs about what is important

– Underpin attitudes and motives and serve as a
platform for behaviours

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3
Q

VL

What is the difference between Work and Job involvement?

A

Job involvement: the level of
commitment and engagement people
have in their current job role

Work involvement: people’s beliefs
about the importance of work in general
to their lives, and their commitment to
working

– related but not synonymous

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4
Q

VL

What are the core elements of job involvement?

A

– psychological identification with the job

– importance of the job to self-concept and self-esteem

– the intention to engage in tasks associated with the job

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5
Q

VL

With which two outcomes is job involvement primarily associated?

A

– increased work motivation

– increased task focus: being in the zone

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6
Q

VL:

Name the relationship between job
involvement and other predictors

A

Brown (1996) meta-analysis:

  • Job involvement ~ job satisfaction = .45
  • Job involvement ~ conscientiousness = .53
  • Job involvement ~ turnover = -.13

However:
• JI ~ high job performance = .09)

—————————-

  • -> JI ~ motivation
  • > JI ~ work satisfaction*
  • -> JI ~ commitment*
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7
Q

VL:

What is meant by work engagement?

What are the core elements of engagement?

A

• Similar to involvement, but more active participation

• Core elements of engagement:
– vigour:
high energy & resilience

– dedication:
being highly involved &
experiencing significance, enthusiasm + challenge

– absorption:
&focusing and being engrossed
in tasks

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8
Q

VL:

What are the things associated with work engagement?

A

High work engagement is associated with:

  • improved job performance
  • more favourable work attitudes
  • ability to mobilise workplace resources (e.g. support)
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9
Q

VL

What is organizational commitment and which three factors does it contain?

A

Organisational commitment:

The feelings an employee develops towards the organisation that makes them likely to stay.

Involves:
– acceptance of the organisation’s goals and values
– a willingness to work hard
– a desire to stay

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10
Q

VL

Which are the three types of commitment (according to Myer)?

A
  • affective commitment
    desire to remain with and positively contribute to the
    organisation stemming from goals and
    values fit, supportive environment, peer connections

- continuance commitment
intention to remain with the organisation because of
effort/resources invested or difficulty finding another position

- normative commitment
intention to remain with the organisation due to
perceived obligation to it or its members

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11
Q

VL

What are the benefits of a higher organisational
commitment?

A

– workforce stability

– higher task and contextual performance

– sense of identity and belonging

– decreased withdrawal behaviours (e.g. absenteeism)

– increased engagement with organisational activities

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12
Q

VL:

How can one foster organisational commitment?

A

– role and goal clarity
– provision of valued work resources
– empowerment (e.g. autonomy)
– rewards and recognition
– participation/involvement in decisionmaking
– positive culture and climate

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13
Q

VL

Define Work Satisfaction

A

The extent to which people are happy
or satisfied with their work in general
(global satisfaction) or with specific
aspects of the work (facet satisfaction)

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14
Q

What are the benefits of work satisfaction?

A

Contributes to:

  • greater wellbeing
  • reduced stress
  • a sense of purpose
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15
Q

There are seven theories, involved with job satisfaction

you have the honor of naming them.

A

**• Maslow’s **

  • **Herzberg **
  • Locke’s value theory

• Landy’s opponent process theory

• Dawis & Lofquist theory of work
adjustment

• Social influence theory

**• Warr’s vitamin model **

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16
Q
A
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17
Q

Which two general kinds ov valu differtiated Milton Rokeach (1968)?

A
  • terminal values
  • beliefs about goals of end-states of existence that an individual feels important to achieve*
  • *- instrumental values**
  • beliefs about ways of achieving desired goals or end-states of existence*
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18
Q

Book:

which 10 core values suggested by Schwarz and Sagiv influence the work motivation?

A
  1. achievement
  2. benevolence
  3. conformity
  4. hedonism
  5. power
  6. security
  7. delf-direction
  8. stimulation
  9. tradition
  10. universalim
19
Q

Book:

The 10 core values to influence work motivation suggested by Sagiv and Schwartz can be grouped along four general dimensions.

Name the dimensions

A
  • openness to change (self-direction, stimulation)
  • conservation (tradition, security, conformity)
  • self-enhancement (power, achievement, hedonism)
  • self-transcendence (universalism, benevolence)
20
Q

Book:

What is the basic concept of PWE (protestant work ethic)?

A
  1. hard work
  2. diligence and sacrifice
    - success being a reward for effort
21
Q

Book:

According to the meta-analysis of Brown, high job involvement does not correlate with job performance.

How can this finding be explained?

A
  • many other contributors: ability, availability of resources
  • yet, high job inolvment increases motivation, which CAN predict performance.
  • may also function as a moderator between work motives (nACh) and job perofrmance.
22
Q

What is the correlation between job involvement and high commitment

A

.50 (Brown, 1996)

23
Q

Organisational commitment has been related to a variety of other relevant factors, such as?

A
  • job satisfation
  • turnover intention
  • job performance
  • job involvement
24
Q

1/7:

Maslow’s theory

How is it related to job satisfaction?

A

his theory connected motivation and satisfaction (of needs)

25
Q

2/7:

Herzberg

How is it related to job satisfaction?

A

Two-factor theory, clearly described how satisfaction (especially of intrinsic needS) can be linked with both motivation and job performance

26
Q

3/7:

Locke’s value theory

How is it related to job satisfaction?

A

Suggested that satisfaction occurs when a person receivs rewards which one value highly.

27
Q

4/7:

Opponent Process Theory (Landy)

How is it related to job satisfaction?

A

Each emotional reaction is accompanied by an opposing emotional reaction.

eg happiness of promotion with negative emotional reaction such as anxiety, over wheter this will increase the manger’s expections of your performance

28
Q

5/7:

Warr: theory of job satisfacton

How is it related to job satisfaction?

A

describing specific factors, which can lead to satisfaction, such as pay, skill utilisation, having variety in work, having personal control.

same as vitamin, not too little, not to lot. there is an optimal bandwidth.

29
Q

6/7:

Dawis & Lofquist **theory of work adjustment **

How is it related to job satisfaction?

A

based on person-environment fit.

satisfaction occurs when the person perceives that they have the knowledge, skills and abilities to do their job effectively and to meet the job requirements; and that he job provides reward which match their needs and expectations.

TWA suggests that a person’s values will play a critical role in their reaction to job conditions –> if the indidividual believes to obtain rewards they desire nad has the the opportunity to fulfil their values this will lead to high satisfaction.

30
Q

7/7:

social influence

How is it related to job satisfaction?

A

Social comparision effects work attitudes, inclueding satisfaction level.

perception, that other people are generally happy and satisfied in their job -Y individual will be more happy.

31
Q

Book ( VL:

which two broad approaches are their to assess job satisfactoin?

A
  • global satisfaction
  • facet satisfaction
32
Q

With which scale can one measure Global satisfaction?

A

Job in General (JIG)

33
Q

With which two scale can one measure facet satisfaction?

A

feelings about specific aspects of a job and work environment (e.g. pay, coworkers, supervision)

– Job Diagnostic Survey (JDS) (Hackman & Oldham, 1975)

– Job Descriptive Index (JDI) (Smith, Kendall & Hulin, 1969)

34
Q

Which four sources for job satisfaction are there?

A
  • job characteristics
  • organisational characteristics
  • individual sources
  • non-work factors
35
Q

Which four sources for job satisfaction are there?

Which Job characteristics?

A

– meaningful work
– challenging work
– autonomy
– safety

36
Q

Which four sources for job satisfaction are there?

Which Organizational characteristics?

A

– performance management system
– supervisor support
– team climate
– organisational culture

37
Q

Which four sources for job satisfaction are there?

Which individual sources?

A

– conscientiousness
the desire to perform well

– negative affectivity
the tendency to experience negative emotions

– locus of control
the degree to which a person perceives events and outcomes in their life as under their control

38
Q

Which four sources for job satisfaction are there?

Which non-work factors?

A

– spillover effect: experiences in one part of life (e.g. work) are transferred to other aspects of life (e.g. family life)

– research suggests an association between job satisfaction and overall life satisfaction and general wellbeing

– job satisfaction contributes to overall life
satisfaction

39
Q

What stands OCB for?

A

Organisational citizenship behaviour

40
Q

Define OCB

A

Focused on behaviour (not attitudes), also referred to as contextual performance. OCBs represent:

– discretionary behaviours directed at the
organisation and its constituents

– behaviours that stem from positive attitudes
toward the organisation

– behaviours that contribute positively and
significantly to organisational success

41
Q

Name the different forms of OCB

A

– altruism (helping behaviours)

– conscientiousness (striving for excellence in performance)

– civic virtue (participating in the life of the organisation)

– sportsmanship (fair play)

– courtesy (treating others with respect)

42
Q

Which two factors can elicit OCB?

A

Dispositional and Situational factors:

− personality:
agreeableness, conscientiousness

− Situational:

  • culture and climate
  • emphasis on teamwork
  • perceptions of organisational justice
43
Q

Is there a possible downside to OCB?

A

OCB is considered important to the
organisation, however it may distract
individual workers from their tasks.

Organisational Behaviour (13 decks)

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